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Have you been “Ghosted” by a job candidate or new hire? You are not alone.

I was recently interviewed by Newsday and we discussed this topic as other business owners gave their insight into the nutty hiring environment small businesses owners are finding themselves in right now.  You have placed wonderful ads, built a strong reputation, offered a quality position at a premium salary, yet still you can’t seem to grab the right candidate.  Frustrating for sure. We can help by tightening up your process with our applicant tracking system.

Job seekers speak with a recruiter during a

Job seekers speak with a recruiter during a May 3 job fair in Wyandanch. Photo Credit: Johnny Milano

There are now 1.2 million more job openings than there are unemployed Americans, Labor Department data show.


AP Story featuring Rob Basso published in The Washington Post

Time and Attendance

Unpleasant surprises: Buying a company can bring challenges
By Joyce M. Rosenberg | AP

NEW YORK — When Matt Barber and Joel Doub bought a fishing rod manufacturer two years ago, the plan was for previous owner Tom Morgan to stay with the business for five years to mentor them. But six months after the deal closed, Morgan died unexpectedly.

“It forced us to sink or swim and accelerated our learning curve,” says Barber, co-owner of Tom Morgan Rodsmiths in Bozeman, Montana. “My approach was, OK, here’s a setback, let’s put our heads down, stay positive and persevere.”

Small business owners can face unexpected challenges after buying a company, whether they’re impossible-to-foresee events such as Barber and Doub experienced or problems that weren’t apparent or that prospective owners didn’t investigate. Among them: defiant staffers, outdated technology and shaky finances. In each case, an owner must regroup and figure out how to overcome the obstacles.

Read entire article from The Washington Post

NYC and NYS Harassment Prevention Law FAQ

When does training need to be completed for New York State and New York City employers?

NYS: employers with one or more employees must complete training by October 9, 2019 and complete compliant training annually thereafter. Training for new hires must be completed as soon as possible.

NYC: Effective April 2019, employers with 15 or more employees have one year to implement the training for all employees and must ensure all employees are trained annually thereafter.

In order to determine whether an employer has at least 15 employees, the employer must look back at the number of employees it employed at any point within the prior calendar year. If the employer determines it has or had at least 15 employees at any point during that time, it will be subject to the annual sexual harassment training requirements. The guidance does not specify if this count is limited to New York City employees.

Who needs to be trained?

    1. All employees regardless of immigration status, full-time and part-time employees, seasonal employees and temporary employees must receive training.
    2. Employees who work a portion of their time in New York State, even if they’re based in another state.
    3. NYC: All employees, including short-term or part-time employees, as well as independent contractors, are subject to the training requirements if they:
      1. Work more than 80 hours in a calendar year and
      2. Work for at least 90 days

What are the requirements for training?

NYS final guidance states that training may be in-person or online, so long as it is “interactive.” Interactivity requires employee participation. Training offered must meet minimum standards as outlined by the state and the city. The learning management system (LMS) we offer to deliver training exceeds the standards outlined by NYS and NYC.

Are employers in NYC and NYS required to provide the policy and training in languages other than English?

Employers should provide employees with training in the language spoken by their employees. When a template training is not available from the State (or other source) in an employee’s primary language, the employer may provide that employee an English-language version. However, employers may be held liable for the conduct of all of their employees, employers are strongly encouraged to provide a policy and training in the language spoken by the employee. Our LMS solution offers training in English and in Spanish and closed captioning.

What is the record keeping requirement?

NYS: Employers are encouraged (not required) to keep a signed acknowledgement and to keep a copy of training records. These records may be helpful in addressing any future complaints or lawsuits.

NYC: Employers must keep a record of all trainings, including a signed employee policy acknowledgement. These may be kept electronically.

The LMS will keep records of employee training that should be downloaded and saved to the employers training files.

What are the posting requirements?

NYS: The state offers a poster, which is an optional tool, as one way to direct both employees and non-employees to the Sexual Harassment Prevention Policy and should be displayed in a highly visible place.

NYC: Effective September 8, 2018 all employers in the city are required to conspicuously display anti-sexual harassment rights and responsibilities notices in both English and Spanish and distribute a factsheet (English, Spanish) to individual employees at the time of hire which may be included in an employee handbook.

The posters should be located in breakrooms or other common areas accessible to all employees. Virtual postings, such as on electronic bulletin boards, are permitted only in lieu of physical postings if a convenient physical location is not available or if electronic posting is the most effective method of reaching employees.

What are the policy requirements?

Every employer in NYS was required to adopt a sexual harassment prevention policy and complaint form by October 9, 2018. The policy must meet or exceed the minimum standards outlined by the state. Click here for a model policy provided by New York State. Employers must provide employees with their policy in writing or electronically. If a copy is made available on a work computer, workers must be able to print a copy for their own records.

What is the complaint form the State has required?

NYS Law requires all employers to adopt a sexual harassment policy that includes a complaint form for employees to report alleged incidents of sexual harassment.

Does the complaint form need to be included, in full, in the policy?

No. Employers should, however, be clear about where the form may be found, for example, on a company’s internal website.



Minimum Wage Increase Brings Maximum Difficulty for Small Biz Owners

By Rob Basso

Every eligible American worker is, by law, entitled to fair pay. The challenge is what we as a nation deem to be fair is constantly up for debate and generally arguments ensue. Political parties, unions, employee rights organization and business owners have been wrangling over the merits of higher minimum wage for low skill jobs for as long as organized labor and wage laws have existed.

No one should ever diminish the plight of hard working men and women who fill lower paid jobs. There are countless reasons why individuals find themselves in minimum wage. These include lack of education, a recent loss from a current and higher paying position and lack of training or skills or even lack of better opportunity are just a few. For others minimum wage is simply a starting wage.

Rarely do I hear an outcry from our elected officials when it comes to the plight of the small business owners that keeps this country flush with jobs to fill. Business owners risk their own capital and expend tremendous effort and energy with only the hope that their will and determination, along with a solid business plan, will provide them with not just a job for themselves, but a long-term sustainable asset. The seemingly innocuous $1 per hour minimum wage increase to Long Island employers adds significant cost to the running of their enterprise and lowers profit as they cannot continually add cost to the consumer to pay for the increase.

Let’s take a fictional company called Bobby’s Bobbleheads, LLC. Bobby has 10 employees that each work 40 hours a week and all now received the additional $1 per hour increase that took effect 12/31/2018. With estimated employer taxes that are required to be paid solely by the employer in addition to the $1 increase, the total cost to the employer is $449.40 a week or nearly $23,388.80 per year. Bobby could always use inferior material for his bobbleheads, but then heads would certainly roll. Customers would stop buying or buy fewer products and this would force Bobby to lay off employees or even worse close his doors.

For small business owners to continue to take risks there must be a commensurate reward. In the scenario above, the business owner most likely will have to take a personal haircut of their remuneration. Many Long Islanders believe that business owners are big earners; this is simply not the case. They made a choice to be in the most control possible of their hopes and dreams. They choose to pursue the American dream.

However, the continuing pressure on small business to perform and provide jobs for the nation is now jeopardy. Rapid and unchecked government mandated minimum wage increases and other burdens create maximum difficulty on those who drive the regional and national economy. Now as we enter 2019, it is the ideal time to create an environment that will allow small business to thrive, grow and create good paying jobs, well above minimum wage.

Rob Basso, CEO and Founder, Associated Human Capital Management, Plainview, NY

Office sharing startup aims to transform vacant space

For landlords that have some un-leased spaces, Graham Beck says he may have a solution.

Called DropDesk, the concept converts under-utilized commercial real estate into shared offices. While it creates flexible work environments for freelancers and other entrepreneurs, DropDesk also provides landlords with a solution to derive revenue from formerly vacant space.

Beck is no stranger to the shared-office sector. In 2015, he co-founded Long Beach-based Bridgeworks, which provides work space inside a renovated commercial building for startups and other small business owners who can’t afford or don’t want to commit to leasing a permanent office.

With DropDesk, Beck is taking that idea on the road to other building owners. He already has co-working locations in Plainview, Manhattan and Hoboken, N.J. and is currently seeking several more, with a goal of establishing at least 30 locations by the end of the year.

Click here to read the full article on

NYS Paid Family Leave updates for 2019

Extension of the leave period and an increase in employee contributions will affect payroll deductions and business planning.

A heads-up for employers: The new year has brought some key changes to the state’s law on an important employee benefit.

The New York Paid Family Leave Act provides for partially paid, job-protected leave for eligible employees under certain circumstances, and in 2019 the leave period has changed from eight to 10 weeks.

Another key change is an increase in employee contributions, so employers should make sure payroll deductions have been updated and have a contingency plan to cover for employees taking a leave.

Click here to read the full article on

Basso: Compromise needed as small business tries to climb Trump’s wall

By Rob Basso

A strong immigration policy is an absolute necessity to keep America safe and to preserve our core values. A wall, a fence, drones, lasers from space; nothing will keep people from their desire to be part of something special we have in this nation.

The promise of America is irresistible and also something to be protected. While fortune at times favors the bold, I am in favor of discourse, debate and compromise in this matter. The new Congress and the President must give this issue their full attention now. Each day that they don’t take action, small business owners and the economy as a whole suffers.

Click here to read the full article on



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